{"id":5853,"date":"2021-07-20T15:12:58","date_gmt":"2021-07-20T21:12:58","guid":{"rendered":"https:\/\/www.planetdds.com\/?p=5853"},"modified":"2024-08-14T16:18:49","modified_gmt":"2024-08-14T23:18:49","slug":"5-things-you-can-do-to-ride-out-the-hiring-crisis-in-dentistry","status":"publish","type":"post","link":"https:\/\/www.planetdds.com\/blog\/5-things-you-can-do-to-ride-out-the-hiring-crisis-in-dentistry\/","title":{"rendered":"5 Things You Can Do to Ride Out the Hiring Crisis in Dentistry"},"content":{"rendered":"

The job \u201cdental hygienist\u201d has ranked in the top half of best 100 jobs on US News<\/a> for several years running. And yet, dental practices are finding hiring a hygienist more and more difficult. According to the ADA, as of last month, more than 80% of dentist owners who are trying to hire are finding recruiting extremely or very challenging<\/a>, particularly for dental hygienists and dental assistants. Many private dentists are understandably disheartened with the hiring process, finding it challenging to get qualified applicants, experiencing interview no-shows, poor attendance in recent hires, or having new hires quitting.<\/p>\n

The shortage of dental hygienists and assistants pre-dated the pandemic, so the staffing shortage only became worse as the pandemic posed new challenges. Many employees left the dental workforce for various reasons<\/a>, including concerns about workplace safety, the desire for more work-life balance, or taking early retirement.<\/p>\n

With the looming possibility of a third wave of the pandemic, here are five things your practice can do to ride out the hiring crisis.<\/p>\n

Know Your Team<\/strong><\/h2>\n

Over\u00a095%\u00a0of dental hygienists and\u00a085%<\/a>\u00a0of dental assistants are female. Think about that. A 20 to 1 ratio of dental hygienists are women. And yet, on average, female dental assistants still only earn 97% of what\u00a0male dental assistants earn<\/a>. Addressing this and other pressing issues for female dental staff is a way you can make your dental practice more attractive when recruiting. In addition, many of these female hygienists and assistants are mothers. The\u00a0mental toll<\/a>\u00a0that the pandemic has taken on mothers is well documented. With the extreme shortage of dental hygienists, assistants, and administrative staff, it\u2019s essential to make your practice attractive to new talent, and it\u2019s equally important to retain existing talent.<\/p>\n

Here are some things independent dentists can do to retain and recruit dental hygienists and assistants.<\/p>\n

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    Offer Flexible Schedules<\/strong><\/h2>\n<\/li>\n<\/ol>\n

    Having a good working relationship with your staff members means keeping the lines of communication open. Have honest conversations with your team members to find what work schedule works best for them. And then, to the extent possible, determine what scheduling changes can make everyone\u2019s lives easier. Perhaps it makes more sense to schedule the most complex procedures in the morning and easier, routine procedures in the afternoon so your team can leave the office feeling energized, not stressed. Would a compressed schedule with one day off be beneficial to your staff members? Finding ways to make work less stressful and more balanced helps improve job satisfaction, employee retention, and productivity.<\/p>\n

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      Offer Referral Bonuses<\/strong><\/h2>\n<\/li>\n<\/ol>\n

      Because dentistry can be a small world, you never know what contacts your staff might have. Consider offering a referral bonus to your team members if they refer a candidate that you hire. Leveraging your own team member\u2019s network is also a great way to \u201cpre-screen\u201d candidates during the interview process. Once they\u2019re hired, you have a built-in rapport with your team member, which helps the new hire integrate faster into your practice.<\/p>\n

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        Post Job Openings on Your Website and Social Media<\/strong><\/h2>\n<\/li>\n<\/ol>\n

        If you\u2019re hiring, let the world know! Make sure you have the careers section on your website up to date and announce new job postings on your social media channels as well. Although less commonly used by dental practices to engage with patient audiences, LinkedIn may be an excellent social media channel to find qualified candidates.<\/p>\n

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          Retaining Existing Team Members<\/strong><\/h2>\n<\/li>\n<\/ol>\n

          Investing in the professional development of your team members is time well-spent. For every team member that you lose, it costs you productivity, team morale, and revenue. Schedule weekly check-ins with your team to discuss professional development, address any of their concerns, celebrate wins, and work with them to help them become better dental hygienists or assistants. If interested, you can offer mentorship to help them take on more responsibilities for the practice or help them utilize dental software better.<\/p>\n

          To build a strong team, hold daily\u00a0morning huddle meetings<\/a>\u00a0and set aside time once a week or month to discuss larger goals and strategies. With exit interviews, it\u2019s already too late to retain an employee. Consider holding \u201cstay interviews<\/a>\u201d to continually give employees a reason to stay with your practice and proactively resolve any issues that might otherwise go unnoticed.<\/p>\n

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            Using Technology to Help Bridge Gaps<\/strong><\/h2>\n<\/li>\n<\/ol>\n

            Let\u2019s say you\u2019re doing everything you can to retain and attract talent, but you\u2019re still shorthanded. This is unfortunately a reality for many practices as the hiring crisis is likely to continue for the foreseeable future. Instead of overwhelming your staff with more responsibilities and increasing stress for you and your team, consider implementing technology that reduces the workload for your smaller staff.<\/p>\n

            The right practice management solution can help automate tasks for your front desk and back office. It can streamline the day for you and your dental hygienist and assistant as well. Ask yourself:<\/p>\n